THE SUCCESS INSIGHTS WHEEL - chartcourse.com · THE SUCCESS INSIGHTS WHEEL ... Testing of New Ideas Coaching Teamwork Service to Others ... More follow-through, directness, lower

THE SUCCESS INSIGHTS WHEEL

The Success Insights Wheel was developed to give you a visual representation of your Natural and Adapted Styles. Refer

to page 9 to identify which section of the wheel represents your Graph I and which section of the wheel represents your

Graph II. Draw an asterisk (*) in the correct section from your Graph I. Draw a circle ( ) in the section that represents your

Graph II.

10

Precise

Accurate

Quality-Oriented

Critical Listener

Attention to Detail

Creative

Task-Oriented

Cool/Aloof

Analytical

Vacillating

Competitive

Confrontational

Direct

Results-Oriented

Change Agent

Persuasive

Process-Oriented

Quick to Change

Independent

Optimistic

Good Supporter

Team Player

Persistent

Cooperative

Sensitive to Others

Logical

Product-Oriented

Slow to Change

Self-Disciplined

Pessimistic

60 57

59 58

1924

7

35

20

2155

12

38 42 27

1617

50 47

13

3035

High Quality Standards

Procedures to Follow

Accuracy

Analysis of Facts and Data

Creative and Original Thinking

Logical Decisions

Studying and Solving Problems

Effective Time-Management

Bold, Aggressive Actions

Challenging Assignments

Authority

Firm, Quick Decision Making

Change Agent

Enthusiasm

Results Through People

Testing of New Ideas

Coaching

Teamwork

Service to Others

Harmonious Work Environment

Task-Orientation

Adherence to Standards

Guidelines to Follow

Diplomacy and Cooperation

Trusting

Contactable

Persuasive

Talkative

Self-Confident

Accommodating

Non-Confrontational

Persistent

Adaptable

Steady

People Contact

Verbalizes Thoughts and Ideas

Varied Activities

Mobility

Logical Thinking

Systematic Routine

Relaxed Pace

Team Participation

WORK ENVIRONMENT

If your job could talk, what would it say? Based on the descriptors around the wheel, place a (J) in the section of the wheel

that best describes your job. How does it compare with your Graph I and Graph II locations?

™

Copyright © 1986, 1993, 1994, 2000. Target Training International, Ltd.

TENDENCIES

Goal: Accuracy and quality

Judges others by: Correct results,

proof and facts presented

Influences others by: Use of data and

exactness

Value to the organization: High

standards for self and subordinates,

well-disciplined

Overuses: Rules and regulations

When under stress: Becomes

overly critical of self and others

Fears: High-risk decisions

TENDENCIES

Goal: Security and neatness

Judges others by: Precise standards

Influences others by: Dependability,

attention to detail

Value to the organization:

Conscientiousness, maintains standards

Overuses: Dependency on standard

operating procedure


introverted, obstinate

Fears: Antagonism

TENDENCIES

Goal: Designing systems

Judges others by: Their own high

standards

Influences others by: Setting a pace in

developing systems

Value to the organization: Precise,

conscientious worker

Overuses: Facts and figures

When under stress: Takes on too much

Fears: Disorganization

HIGH C BEHAVIORAL GRAPHS

KEY STRENGTHS

� Ability to do tough assignments rightthe first time

� Alert and sensitive to errors whereprecision and accuracy are required

� Professional and disciplined in theirapproach as it relates to an area oftheir expertise

� Organization skills, wise use of time

IMPROVE EFFECTIVENESS BY

� Being less of a perfectionist

� Going “by the book” less often

� More enthusiasm, less reliance ondata

KEY STRENGTHS

� Ability to set and accomplish highstandards of conduct and work

� Alert and sensitive to problems, rules,errors and procedures

� Ability to make tough decisionswithout letting emotions interfere

� Ability to understand and preserve theneed for quality systems


� Stating true feelings on issues

� Less concern that change maydamage relationships or quality

� More confidence, interdependency

KEY STRENGTHS

� Ability to do quality work whileexploring new ways to increasequantity

� Ability to make tough decisions, usinginsight and facts, while remainingunemotional

� Ability to push hard to discover correctacceptable solutions to problems

� Expects and challenges team tohigher performance standards


� Being sensitive to the feelings ofothers

� Being less blunt and direct

� Showing more sincerity

Analyzer #7D I S C

D I S C

D I S C

Coordinator #21

Implementor #24

11 Copyright © 1986, 1993, 1994, 2000. Target Training International, Ltd.

HIGH C BEHAVIORAL GRAPHS

TENDENCIES

Goal: Diplomatic

Judges others by: Who they know,

prestige and accomplishments

Influences others by: Strategy in good

relations

Value to the organization: Creates a

good working environment

Overuses: Tactfulness

When under stress: Becomes too suave

Fears: Having to trade quality for good

relationships

TENDENCIES

Goal: Technical ability

Judges others by: Their skills and

expertise

Influences others by: Being levelheaded

Value to the organization: Combined

task and people skills

Overuses: High standards

When under stress: Becomes uneasy,

unpleasant

Fears: Lack of recognition

TENDENCIES

Goal: Problem solver

Judges others by: Their use of data

Influences others by: Facts and figures

Value to the organization: Independently

accepts analytically challenging

assignments

Overuses: Perfectionism

When under stress: Becomes blunt

Fears: People contact, high risks and lack

of privacy

KEY STRENGTHS

� A promoter of quality systems

� A good sense of urgency balanced withmaintaining high standards

� Organized, even in relationships.Appreciates company of people withsimilar ideas, likes being organized andquality-conscious

� Sensitive to change in the social andwork environment


� Being more accepting of others’ ideasand beliefs

� Setting realistic goals

� Not being overly sensitive to otherpeople’s comments

KEY STRENGTHS

� Willing to adapt and be an integral partof the team—unless adapting lowersquality

� Ability to see both the good and the badin any situation

� Ability to get results through people andcomplete tasks with high standards

� Places a high priority on conservingresources


� Being realistic when appraising people

� Making quicker decisions even whenmore data relating to quality is needed

� Respecting others’ efforts and valuingteam members

KEY STRENGTHS

� Ability to fight hard for results and/orprocedures to ensure quality andcorrectness

� Ability to ask the right questions touncover hidden facts

� Avoids favoritism when evaluatingpersonnel

� Will combine analytical and intuitiveskills when dealing with complex issues


� Being less analytical in trying to achievecorrectness

� Not hiding emotion and expressing morethoughts to others

� Sharing information, team cooperation

D I S C

D I S C

D I S C

Analyzer #60

Analyzer #55

Analyzer #38

12Copyright © 1986, 1993, 1994, 2000. Target Training International, Ltd.

HIGH D BEHAVIORAL GRAPHS

TENDENCIES

Goal: Dominance and independence

Judges others by: Their ability for

getting the task done quickly

Influences others by: Force of

character, persistence

Value to the organization: Show ‘em

attitude

Overuses: Challenge and contest

When under stress: Becomes quiet and

analytical

Fears: Losing control

TENDENCIES

Goal: Aggressive and confident to win

Judges others by: Ability to

communicate and to think

Influences others by: Friendliness and

desire for results

Value to the organization: Good

planner, problem solver and resourceful

Overuses: Position and their way

When under stress: Becomes restless,

impatient and insensitive

Fears: Losing and failing

TENDENCIES

Goal: Dominance and pioneering

Judges others by: Their own

standards, progressive ideas

Influences others by: Competition and

unique challenges

Value to the organization: Initiate

change on their own

Overuses: Bluntness, overly critical

When under stress: Driving and

demanding

Fears: Not being influential

KEY STRENGTHS

� Ability to tackle tough problems dealingwith many issues

� Forward-looking, aggressive andcompetitive

� Ability to work in an environment thathas variety and change

� Initiates activity and sets a pace toachieve desired results


� Being less intense, opinionated andblunt

� Not coercing others who may not be ascommitted to a project as they are

� Patience, concern for people, humility

KEY STRENGTHS

� Results-oriented with a sense ofurgency to accomplish goals and meetdeadlines

� Decisive and aggressive whenpresented with challenges

� Initiates activity through other people toget desired results

� Extroverted and actively seeksrelationships with a variety of people


� Becoming less irritated if deadlines aredelayed or missed

� Not taking on too many responsibilitiesat one time, more consistency

� More follow-through, directness, lowerexpectations

KEY STRENGTHS

� Sets high standards for self and others,expecting performance and teamwork

� Aware and sensitive to the cost of errorsand mistakes

� Structured in use of time

� Systematically solves problems withoutletting emotions influence decisions


� More warmth and appreciation of otherteam members

� Being more consistent with decisions—quantity versus quality issues

� Not being so blunt and critical of peoplewho do not meet their standards

D I S C

D I S C

D I S C

Conductor #1

Persuader #12

Implementor #9


HIGH D BEHAVIORAL GRAPHS

TENDENCIES

Goal: Determined

Judges others by: Amount of work

completed

Influences others by: Tenacity and

persistence

Value to the organization: Results-

oriented with a sense of consistency

Overuses: Reliance on self

When under stress: Stubborn, quiet

and non-demonstrative

Fears: Involvement with too many

people

TENDENCIES

Goal: Aggressively works through

people to achieve results

Judges others by: Expectations and

likability

Influences others by: Persuasiveness

Value to the organization: Innovation

and determination

Overuses: Old ways, strong will

When under stress: Impatient, driving,

unstructured

Fears: Not achieving desired goals

TENDENCIES

Goal: Self-sufficient

Judges others by: Comprehension and

power of reasoning

Influences others by: Rational, indirect

manner

Value to the organization: Self-starter,

goal-oriented

Overuses: Self-reliance

When under stress: Ambivalent and

pessimistic

Fears: Deadlines without time for quality

assurances

KEY STRENGTHS

� Ability to come up with new ideas andfollow it through to completion

� Appreciates others who are teamplayers

� Ability to see the “big picture” along withthe small details

� Determination and persistence


� Not being overly focused on one issueand missing other opportunities

� Being less concerned with personalstandards

� Checking priorities with others

KEY STRENGTHS

� Direct and independent

� High personal goals that usuallysurpass the goals of others

� Ability to be self-sufficient, challengingyourself when others fail to providesupport

� Faces obstacles and competition withoptimism


� Not displaying too much independenceat inappropriate times

� Being more careful with details

� Using patience, planned approaches tosolutions, delegation

KEY STRENGTHS

� Ability to express ideas without gettingemotionally attached

� Single-minded concentration on goalsand vital issues

� Careful scrutinizing of others who mayimpact your performance

� Ability to explain technical data clearlyand translate theory into workablesolutions


� Sharing knowledge, thoughts andemotions with others

� Not hesitating to act under heavypressure

� Developing more people skills andverbalization

D I S C

D I S C

D I S C

Conductor #57

Conductor #27

Conductor #42


HIGH I BEHAVIORAL GRAPHS

TENDENCIES

Goal: Obliging and accommodating

Judges others by: Their warmth

Influences others by: Friendliness and

interpersonal skills

Value to the organization:

Communicates the “big dream,” ability to

bring a team together

Overuses: Dependency on others and

optimism

When under stress: Emotional, too

trusting

Fears: Not being liked enough

TENDENCIES

Goal: Maintain friendships

Judges others by: Influential contacts,

commitment

Influences others by: Inspiration and

charisma

Value to the organization: Stable,

dependable, wide range of friendships

Overuses: Enthusiasm

When under stress: Overly verbal

Fears: Failure

TENDENCIES

Goal: Maintain long-term friendships

Judges others by: Their loyalty to the

relationship

Influences others by: Personal

relationships, setting a good example

Value to the organization: Good

listener, patient with others

Overuses: Tolerance

When under stress: A grudge-holder,

uneasy under stressful situations

Fears: Confrontation

KEY STRENGTHS

� Very optimistic with a positive sense ofhumor

� Places focus on people and high trust inrelationships

� Develops friendships quickly, enjoynetworking

� Uses a consensus approach todecision-making


� Keeping sight of career goals

� Being less concerned with the feelingsof others

� Being organized and having a realisticattitude

KEY STRENGTHS

� Ability to influence people to their way ofthinking

� Communicates in a very open manner

� Ability to calm conflict situations

� Ability to promote new ideas andproducts


� Making decisions based less onemotions

� Being willing to confront when required

� Having realistic deadlines, andpracticing good time management

KEY STRENGTHS

� Ability to help others using warmth,empathy and understanding

� Protects and values both people andthings

� Good listener and talker


� Being assertive and decisive in certainsituations

� Not avoiding confrontation even whenrisky

� More initiative, sense of urgency

D I S C

D I S C

D I S C

Promoter #3

Persuader #13

Relater #16


HIGH I BEHAVIORAL GRAPHS

TENDENCIES

Goal: Approval and acceptance

Judges others by: Their ability to read

verbal and nonverbal cues

Influences others by: Poise and

confidence

Value to the organization: Relieves

tension and promotes people and

projects

Overuses: Control of conversation

When under stress: Verbal, caustic

with others

Fears: Loss of uniqueness

TENDENCIES

Goal: Systematic results through others

Judges others by: Their ability to

communicate and to think

Influences others by: Diplomacy

Value to the organization: Careful and

personable

Overuses: Position and their standards

When under stress: Possessive and

overly sensitive

Fears: Not being part of the team

TENDENCIES

Goal: Sociable and convincing

Judges others by: Their dedication and

tenacity

Influences others by: Taking

responsibility

Value to the organization: Enthusiasm

and directness with new ideas and

opinions

Overuses: Ambitiousness

When under stress: Superficial

Fears: Not being seen as a team player

KEY STRENGTHS

� Ability to handle difficult situationstactfully, sensitive to the needs ofpeople

� Ability to create a pleasant, comfortableatmosphere

� Ability to promote ideas effectively

� Prefers a fast-paced environment


� Being less analytical

� Communicating less information whenselling products or ideas

� Being more assertive

KEY STRENGTHS

� Ability to be adaptable in manysituations

� An optimistic, sociable and cooperativeteam player

� Will attempt to bring the team togetherin a well-organized manner

� Patience to listen to what others aresaying


� Being less accommodating of others

� More consistent display of assertiveness

� More directness and better timemanagement

KEY STRENGTHS

� Ability to be persuasive, assertive andsteady

� Ability to be independent when the needarises

� Ability to create and promote an idea

� Ability to present ideas in a positive andsomewhat direct manner


� Being less opinionated

� Gathering enough information beforeacting

� More attention to details, organization

D I S C

D I S C

D I S C

Promoter #58

Promoter #47

Promoter #30


HIGH S BEHAVIORAL GRAPHS

TENDENCIES

Goal: Dependability and stable

Judges others by: Their consistency

Influences others by: A congenial

disposition, serving others

Value to the organization: Stabilizes

the environment in a friendly manner

Overuses: Composure

When under stress: Non-expressive

Fears: Not being appreciated, and the

unknown

TENDENCIES

Goal: Achieve high standards set for self

Judges others by: Use of knowledge

Influences others by: Ability to follow

through

Value to the organization: Adding

focus and logic to existing needs

Overuses: Resistence to change


determined, stubborn

Fears: Not meeting specific

requirements

TENDENCIES

Goal: Acceptance

Judges others by: Loyalty, sincerity,

dependability

Influences others by: Offering

understanding, friendship

Value to the organization: Supports,

harmonizes and offers stability under

pressure

Overuses: Kindness, compassion

When under stress: Withdrawn

Fears: Dissension, conflict, being

unliked

KEY STRENGTHS

� Ability to present self in a calm andcontrolled manner, using the ability toconcentrate as a means to listen andlearn

� Ability to stay with a task that providesmeaningful contribution to theorganization

� A team member who can be open,patient and tolerant of differences

� Enjoys praising others


� Projecting a sense of urgency whenthe need arises

� Less reliance on routines

� More initiative, adaptability to change

KEY STRENGTHS

� Ability to begin a project and followthrough to completion

� Willing to work for a leader and acause

� Excels in seeking solutions toproblems through logic that will becomprehensive and pleasing to allinvolved

� Demonstrates positive leadershipthrough the consideration shown tothe feelings of others on the team


� Learning to be self-promoting

� Using a direct approach

� Displaying concerns and feelings

KEY STRENGTHS

� Good listening skills with the ability toempathize with people

� Skilled at helping and supportingothers achieve goals and aspirations

� Gifted at accepting people’ssentiments, beliefs and values

� Ability to create an environment wherepeople feel significant


� Being assertive and decisive

� Being less accepting of the status quo

� More strength, firmness andself-assertion

D I S C

D I S C

D I S C

Supporter #5

Coordinator #20

Relater #17


HIGH S BEHAVIORAL GRAPHS

TENDENCIES

Goal: Personal achievement

Judges others by: Their

accomplishments and successes

Influences others by: Perseverence

Value to the organization: Works

independently and likes challenge

Overuses: Bluntness

When under stress: Obstinate,

inflexible, relentless

Fears: Not attaining desired results

TENDENCIES

Goal: Status quo

Judges others by: Friendship

Influences others by: Consistency of

performance, accommodation

Value to the organization: Planner,

consistency, maintains pace

Overuses: Modesty, conservatism

When under stress: A grudge-holder

Fears: Conflict, losing face

TENDENCIES

Goal: Success through consistency

Judges others by: Loyal friendships

Influences others by: Persuasive

people skills

Value to the organization: Solves

problems creatively and innovatively

works through people

Overuses: Intensity

When under stress: Passionate,

forceful

Fears: Not being supported by the team

and change

KEY STRENGTHS

� Ability to take a problem and followthrough to successful completion

� Persistent, determined, tenacious andlogical in the pursuit of results

� Excels at maintaining relationshipsboth on and off the job

� Team player who will displayleadership skills and stand upaggressively for what they believe in


� Demonstrating less passive behavior,even if it affects their security

� Using new and creative thinking whenproblem solving

� Not resisting new situations that maybe out of their comfort zone

KEY STRENGTHS

� Ability to be supportive, friendly andoptimistic in any relationship

� Sociable with the ability to enjoy theuniqueness of each human being

� Ability to use balanced judgmentbringing stability to the entire team

� Good at analyzing situations that canbe felt, touched, seen, heard,personally observed or experienced


� Staying focused on roles andexpectations to be effective

� Having a sense of urgency

� Sincere appreciation of shortcutmethods

KEY STRENGTHS

� Ability to empathize with others’feelings while maintaining their ownindependence

� Excels at projects that require adetermination and persistence to win

� Positive influence on uncooperative ornegative team members

� Good at bringing people to negotiationprocess and listening to opposingviews


� Prioritizing daily activities

� More weighing of pros and cons

� Being more firm and consistent intheir convictions

D I S C

D I S C

D I S C

Supporter #59

Supporter #35

Supporter #50


THE SUCCESS INSIGHTS WHEEL

Precise

Accurate

Quality-Oriented

Critical Listener

Attention to Detail

Creative

Task-Oriented

Cool/Aloof

Analytical

Vacillating

Competitive

Confrontational

Direct

Results-Oriented

Change Agent

Persuasive

Process-Oriented

Quick to Change

Independent

Optimistic

Trusting

Contactable

Persuasive

Talkative

Self-Confident

Good Supporter

Team Player

Persistent

Cooperative

Sensitive to Others

Accommodating

Non-Confrontational

Persistent

Adaptable

Steady

Logical

Product-Oriented

Slow to Change

Self-Disciplined

Pessimistic

Clever

Educated Guess

Experimental

Feelings

Perception

Your Opinion

Frequent Stoppage

Follow Directions

In My Opinion

Standardized

Structured

Uniform

Theoretical

Sophisticated

Requires StudyComplex

Abstract

Override the People

Substantial Change

Innovative

Play to Win

New

Revolutionary

Cutting Edge

Words That Don’t Work

19

™

Copyright © 1986, 1993, 1994, 2000. Target Training International, Ltd.

Accelerating Individual and Business Performance

Recognized as a leading authority on talent management, leadership development and employee engagement. Greg helps businesses

transform themselves into exceptional places to work that attract, retain and motivate people to their full potential. Smith’s presentations are inspirational, informative and entertaining with a highly interactive style that connects with audiences. As a business performance consultant and author, Smith has addressed organizations in over 19 countries. He has designed training programs and spoken to hundreds of associations, organizations and businesses. As founder and President of Chart Your Course International Inc., Smith helps executives and business owners accelerate individual and organizational performance and navigate through increasing rates of change. He helps design strategies and processes to grow organizations and implements business initiatives creating clearer direction, increased profitability, stronger executive teams, improved communication and happier and more productive employees. Smith began his career on the front line as a U.S. Army Officer. He worked for the Army Surgeon General as senior consultant responsible for innovation, quality management and strategic planning for the U.S. Army Medical Department. In addition, he served on the Board of Examiners for the Malcolm Baldrige National Quality Award, the nation’s highest honor for business excellence presented by the President of the United States. Smith has written and published over 350 articles and 9 books including his latest, Fired Up! Leading Your Organization to Achieve Exceptional Results. He has been featured in hundreds of magazines and trade journals and has appeared on numerous television and radio programs, including Bloomberg Business News and PBS television.

A few satisfied customersAce Hardware StoresAmerican Hospital AssociationAmerican Management AssociationAmerican Public Works AssociationAmerican Rental AssociationAssociated Equipment DistributorsASTDAT&TBardBaxter HealthcareBio LabBobcatBurger KingCentral Intelligence AgencyCISCOCNS HealthcareDaewooDeloitteDelta AirlinesDoors and Hardware InstituteE3 AssociatesEmployee Management AssociationErnst & YoungExcel CommunicationsExperianFederal Reserve Bank of ChicagoFlorida School Superintendents AssociationFood Marketing InstituteGeorgia Society of Association ExecutivesHallmark CardsHerzog Contracting CorporationHondaInternational CompuTex, Inc.Jefferson State BankKaiser-PermanenteKPMGMichigan Restaurant AssociationNational Data CorporationNational Rental AssociationNational Restaurant AssociationPeppermill Hotel and CasinoPPG IndustriesSamsungSociety for Human Resource Management (SHRM)SonySouthwest AirlinesSyscoTurner BroadcastingU.S. Air ForceU.S. ArmyVeterans AdministrationVerizonWyndham HotelsYamahaYKK

Business Performance Consultant and Author

Gregory P. Smith

Gregory P. Smith• President, Chart Your Course International Inc.• Publisher, The Navigator Newsletter, 30,000 subscribers• Member,GeorgiaToastmaster’sHallofFame• BoardofExaminers,MalcolmBaldrigeNationalQuality

Award• LegionofMeritandtheOrderofMilitaryMedicalMerit,U.S.ArmySurgeonGeneral

• HarvardUniversity’sInternationalDirectoryofManagementScholars

•Who’sWhoofProfessionalSpeaking•Selectedasoneofthenation’sTop-Ten“RisingStars”inhumanresourcemanagement,HumanResourceExecutiveMagazine

• EagleScout

“Greg is a perceptive teacher, an inspirational speaker, a motivating preacher.” Northeast Independent School District, San Antonio

Audio Video Library

Accelerating

Workplace

Performance

GreGory P. Smith

PublicationsbyGregorySmith

ChartYourCourseInternational2814Highway212,SWConyers,GA30012800-821-2487770-860-9464Fax:770-760-0581

[email protected]

“Greg provides a comprehensive road map for not only attracting and keeping talented employees, but for motivating them to achieve a higher level of performance.”HumanResourceExecutiveMagazine

“As a result of your training we are now seeing measurable improvements in reduced turnover, increased sales, better customer service and improved communication and morale of all concerned.”BatesAceHardware

“Your interactive, engaging style helps everyone get involved in the process.”HallmarkCards

“Your speech was upbeat and motivating - just right to charge our senior leadership.”U.S.AirForce

Greg’sMostPopularTopicsThe Power of a Positive AttitudePeople can choose to be negative or positive – it is their choice. You will learn how to become a leader, build enthusiasm and make a powerful difference to the lives of others. In his practical and motivational style, Greg unfolds a blueprint that has helped thousands of people empower themselves, transform others and drive a positive “can do” attitude. This session is designed to help human resource professionals and business people become change agents to improve performance and deliver powerful results. Innovation Meets Bureaucracy: Making Hippos Fly!Every organization faces two major challenges – innovation and bureaucracy. Innovation is the driving force behind growth, new jobs and new industries. Every person strives to be innovative, to be all they can be. On the other hand, bureaucracy drains the energy and creative ability and robs people the pride of a good job well done. In this interactive and educational presentation, Greg provides a transformation process that will quickly enhance performance creating a foundation of employee engagement, change and innovation.

Fired Up! Leading Your Organization to Achieve Exceptional ResultsEvery organization has the capability of achieving higher levels of performance. No matter what industry you are in, success depends on engaging the creative abilities and accelerating the performance of the entire workforce from the bottom to the top. Based on proven concepts, you will learn how to achieve measurable performance improvement results in a short period of time. You will learn how to design employee involvement and engagement programs that harness the creative abilities, accelerate performance and generate bottom-line results. Gladiator Leadership:Transformational Leadership for a Changing WorldThe personal actions of the leader is the most important factor in driving profits and retaining employees as well as contributing to the financial success of the organization. This session will provide attendees with the five key strategies that drive performance and inspire and motivate people to go above and beyond. You will learn how to reward, motivate, engage and coach people toward higher performance. Here Today, Here Tomorrow: Proven Ways to Engage, Retain and Motivate Your Top TalentThe key to success for any organization is the ability to attract and retain skilled and talented people. Good organizations make employee retention a core element of their talent management and organizational development strategy. Those that fail to make it a priority risk losing their top talented people to the competition. This session shows you how to design an effective talent management strategy that provides a comprehensive road map for not only attracting and keeping talented employees, but for motivating and engaging them to achieve a higher level of performance and productivity. Fast, Focused and Friendly: The Essentials of Great Customer ServiceLearn to create a powerful culture of exceptional customer service that permeates and drives the actions of the entire organization. This program will help you create a process that develops the right attitudes, behaviors and emotionally connects with your customers. Discover how to hire, manage and reward your employees so they act quickly, take responsibility and deliver a high level of service.

Additionaltopicsinclude:Communication,TeamBuilding,OrganizationalCultureChange,HiringandManagementTraining.

THE SUCCESS INSIGHTS WHEEL - chartcourse.com · THE SUCCESS INSIGHTS WHEEL ... Testing of New Ideas Coaching Teamwork Service to Others ... More follow-through, directness, lower

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